Colorado Judicial Branch
Human Resources Analyst III
Job Title
Human Resources Analyst III
Job Code
R43209
Job Series
Human Resources Analyst
FLSA Status
Exempt
OCC Group
Professional Services (PS)
Signature of the State Court Administrator approval available on file in the Human Resources Division.
General Statement Of Duties
Provides highly complex, specialized professional human resources services for the Colorado Judicial Department.
Distinguishing Factors
The Human Resources Analyst III position is distinguished from other classifications due to the supervisory responsibility for 3.0 or more full-time employees. If an employee does not meet the supervision requirement the Director of Human Resources may, with the approval of the State Court Administrator, utilize this classification if the employee has responsibility for independently managing a highly specialized complex program or project. The complexity is reflected in a need for more sophisticated analytical methods and problem-solving techniques. Work typically involves coordination with Director level positions within and external to the Judicial Department. The program or project schedule must exceed 12 months. A maximum of 30% of all Human Resources Analysts may be classified as a Human Resources Analyst III. This position will receive supervision from a Human Resources Analyst IV, Administrator or Division Director.
Essential Functions Of the Position
Manages human resources programs within the Judicial Department with a high level of independent decision making. Serves as the subject matter expert and statewide resource for one or more areas of highly specialized human resources.
Creates, implements and facilitates highly independent project work in one or more specialized areas of human resources. Areas may include, but are not limited to, ADA, EEO, HRIS, Investigations, and Performance Management.
Participates in developing and implementing departmental goals, business strategies, objectives, processes and systems. Assists in evaluation of reports, results and decisions impacting the organization. Recommends new approaches, policies and procedures to improve service initiatives.
Reviews, interprets, and seeks training and clarification from various sources on federal, state and local employment regulations. Initiates changes to Judicial Department policy to ensure compliance.
Creates and facilitates training on human resources topics which incorporate employment trends, remains consistent with federal and state regulations, and addresses management and employee needs.
Provides advice and management consultation to Judicial Officers, District Administrators, Chief Probation Officers, Division Directors, and employees regarding human resources issues requiring the interpretation and application of personnel rules, human resources laws and individual circumstances.
May conduct office hours in various assigned locations on a regular basis.
Ensures consistent treatment of employees statewide.
Represents the Human Resources Division on various judicial committees or as a participant in various projects.
Creates, implements, and facilitates highly independent project work in one or more specialized areas of human resources including but not limited to Workers’ Compensation, Risk Management, FMLA, EEO and ADA.
May participate as an advisory member on regional Performance Management Teams (PMT).
May conduct classification reviews and provide recommendations regarding proper classification and job description revisions as needed.
Drafts personnel rules, administrative recommendations, Chief Justice Directives; designs forms; proposes procedures and directives based upon research and evaluation of issues and problems; analyzes proposed legislation for possible impact on the Judicial Department.
Participates in recruitment and selection for Colorado Judicial Department personnel.
Responds to EEOC complaints, investigates claims of discrimination and harassment and makes formal recommendations.
Assists in the resolution of employee disputes. Some positions may provide mediation.
Assists in conducting corrective and disciplinary actions. May be considered a first line of contact during employee emergencies.
Attends meetings and training as required.
Performs other duties as assigned.
Supervisor Responsibilities
May have supervisory accountability for other employees, volunteers, or interns. May plans, directs and coordinates activities for a unit. Duties include scheduling and assigning of work, training in all facets of work, quality control, and decisions impacting the pay, status and tenure of others. May conduct performance appraisals, and provides input into and participates in discipline, dismissal, and hiring processes.
Minimum Education
Graduation from an accredited college or university with a bachelor's degree and five years of experience in human resources, benefits, and/or organizational development or related experience, which must have included one year of training (group facilitation) experience. Additional work experience in these or other related fields may be substituted on a year for year basis for the required formal education.
SPHR or PHR Certification Preferred.
Physical Demands
While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to use hands and fingers and reach with hands and arms. The employee is occasionally required to stand and reach with hands and arms. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, and ability to adjust focus.
Work Environment
The noise level in the work environment is usually quiet. This position is subject to varying and unpredictable situations; may handle emergency or crisis situations; is subject to many interruptions; may handle multiple calls and inquiries simultaneously; and may occasionally handle absentee replacement on short notice. Position may require frequent travel with overnight stays.